How to use AI to make good recruiters even better

Artificial Intelligence (AI) is firmly embedded in today’s recruitment landscape. From automated screening tools to predictive analytics, AI promises faster hiring, lower costs and improved efficiency. But, we know that it can’t solve all our problems alone; we still need human specialists to bring empathy, creativity, and experience. Here’s our advice on how to use AI to make good recruiters even better. 

1. Let AI handle the heavy lifting

As we all know, recruitment involves a huge amount of data and admin. By using AI to do these mundane, repetitive tasks could free up your time to do what you do best - interact with people. 

Use AI to:

• Identify which sourcing channels convert best
• Analyse which job adverts perform strongest
• Highlight drop-off points in your hiring funnel
• Flag time-to-hire bottlenecks

2. Use AI to inform 

This is the golden rule - always remember that AI calculates - it doesn’t think! AI can research, find information, present data and even analyse data. It’s you and your team that bring the emotional intelligence, experience, knowledge of what’s worked in the past. And let’s face it, when we’re investing so much time, money and energy into every hire, we need to apply a bit of real life experience every so often. After all, that’s why you’re great at your job!  

3. Use AI to improve your processes

One of the most practical ways to use AI is before candidates even apply. Using AI to give you facts and evidence lets you base your hiring campaigns on real life data rather than guesswork. Use AI tools to:

• Test and refine job descriptions for clarity and inclusivity
• Analyse which job titles generate the strongest response
• Benchmark salary ranges against market data
• Identify skill gaps in your existing talent pool

AI can give you visibility into what’s working and what isn’t, letting you fix issues before they become costly hiring problems.

4. Use AI to give you time 

If AI speeds things up, this means you have more time to focus on the human side of the hiring process. AI cannot build trust with a candidate, challenge a hiring manager on unrealistic expectations or  strengthen employer brands, but you can if you can use AI to create some space in your diary. So, invest that time wisely and you’ll be winning! You could reinvest your time by: 

• Having deeper qualification conversations
• Holding better briefing sessions with hiring managers
• Doing proactive talent pooling
• Improving your candidate experience
• Building long-term talent pipelines

Finding the balance

Using AI in recruitment doesn’t necessarily mean you need to automate everything, but rather think about those long winded jobs that you could do without, or consider what knowledge gaps AI could plug. It’s about using AI to reduce wastage in your time, work more efficiently and more accurately. 

 And remember to pair automation with human oversight. Your systems may be powerful, but human intelligence still matters most.

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